ONE OF your employees, a known drug addict, staggers into the office with bleary, blood-shot eyes. Another is obviously married to the bottle and is perpetually hung over.. Unfortunately, nowadays, substance- abusers have become part of the active employee base in organisations.
But the question is, how do you, as a manager or employer, handle such employees? Do you dare to take a stand or prefer to let sleeping dogs lie? Unfortunately, most organisations tend to prefer the latter option and overlook the situation to avoid rocking the boat.
Employees who are into substance abuse have impaired performance. Further, with them around, the probability of risky activities and on-the-job accidents increases. In fact, a recent study indicates that substance abusers are 3.6 times more likely to injure themselves or another person in a workplace accident. Also, up to 40% of industrial fatalities and 47% of industrial injuries can be linked to drug abuse and alcoholism.
The company suffers in terms of lost productivity, absenteeism and health insurance claims, not to mention lawsuits arising out of inappropriate behaviour. According to The National Clearinghouse for Alcohol and Drug Information, the loss to companies in the United States alone, due to alcohol and drug abuse by employees totals $100 billion a year.
Setting the stage
A corrective strategy is the need of the hour as turning a blind eye to substance abuse will only escalate the issue. As Dr. Joni Johnston, a clinical psychologist and CEO of Work Relationships, states, `An employer who proactively addresses workplace substance abuse through effective policies, procedures, and programmes is not only helping prevent an abusive or enabling work environment; he/she may ultimately help the employee escape from the prison of addiction'. Here's what a typical policy of dealing with such employees should comprise:
Health promotion education - The management should organise workshops to educate employees with information and awareness of the dangers of drug or alcohol usage and its impact on work and life.
Substance abuse policy - A company should adopt a clear and strong policy that outlines acceptable codes of behaviour and prohibits employees from coming to work under the influence of illegal drugs or alcohol. Also, the disciplinary consequences of violation of the policy should be clearly stated.
Rehabilitation - The employer should provide professional counselling and treatment packages to employees to help them overcome their addiction. They should also ensure that confidentiality is maintained to protect employee interests.
Drug and alcohol test - Companies can even conduct regular examination of employees if the law permits and if they find it economically viable.
Train managers - Last, but not the least, guide supervisors to be alert and quickly identify obvious signs of impairment. The following are a few of the telling signs that hint at possible substance abuse:
1. Inappropriate or unclean dressing, slurred speech, unsteady gait or bad breath
2. Excessive sick leave, repeated absence or consistent unpunctuality
3. Low productivity, incoherent or poor quality of work, slower work pace than usual or work frequently needs to be redone
4. Low concentration on work, tendency to ignore problems, errors in judgment or recurrent wrong decisions
5. Sudden inability to handle complex assignments or to meet deadlines and requires constant supervision, instruction or assistance
6. Increased levels of accidents, misuse of equipment, inappropriate actions or illogical behaviour
7. Unusual irritability, aggression, volatility or constant fatigue
8. Deterioration in peer relationships due to lack of co-operation, mistrust or negative attitude
Waging the war
Counselling an employee to dissuade him from substance abuse is easier said than done. The manager has to treat the addict with kidgloves, as he is no longer the same person he/she used to be. In fact, addiction is a medically proven disease and often causes individuals to act in ways that are not normal of them. The management has to observe and record suspect actions, conduct or appearance of the concerned employee. Similarly performance issues like sporadic work, mistakes, time wastage or low productivity should be recorded.
The management should have a one to one with the said employee and prepare responses to anticipated arguments and justifications. Also, the said employee should be sober and level headed during the discussion.
The employer should not blame the employee assuming that his/her behaviour suggests substance abuse. It could even be a simple case of stress, lack of sleep or illness. Employers should give the benefit of doubt and proceed with care, or else they can face a defamation lawsuit.
The management should express its concern to the employee and try to find out about latent personal problems. The manager should express his/her observations based on the observed behaviour and steer clear of innuendo or criticism. He/she should also warn the employee about his/her conduct and the consequences. The employer has to offer support and help to the employee to overcome the addiction. This can be done through counselling, medical assessment and confidential rehabilitation. If the employee refuses to change and rejects the proffered assistance, the company can invoke disciplinary action and even fire the employee.
But the question is, how do you, as a manager or employer, handle such employees? Do you dare to take a stand or prefer to let sleeping dogs lie? Unfortunately, most organisations tend to prefer the latter option and overlook the situation to avoid rocking the boat.
Employees who are into substance abuse have impaired performance. Further, with them around, the probability of risky activities and on-the-job accidents increases. In fact, a recent study indicates that substance abusers are 3.6 times more likely to injure themselves or another person in a workplace accident. Also, up to 40% of industrial fatalities and 47% of industrial injuries can be linked to drug abuse and alcoholism.
The company suffers in terms of lost productivity, absenteeism and health insurance claims, not to mention lawsuits arising out of inappropriate behaviour. According to The National Clearinghouse for Alcohol and Drug Information, the loss to companies in the United States alone, due to alcohol and drug abuse by employees totals $100 billion a year.
Setting the stage
A corrective strategy is the need of the hour as turning a blind eye to substance abuse will only escalate the issue. As Dr. Joni Johnston, a clinical psychologist and CEO of Work Relationships, states, `An employer who proactively addresses workplace substance abuse through effective policies, procedures, and programmes is not only helping prevent an abusive or enabling work environment; he/she may ultimately help the employee escape from the prison of addiction'. Here's what a typical policy of dealing with such employees should comprise:
Health promotion education - The management should organise workshops to educate employees with information and awareness of the dangers of drug or alcohol usage and its impact on work and life.
Substance abuse policy - A company should adopt a clear and strong policy that outlines acceptable codes of behaviour and prohibits employees from coming to work under the influence of illegal drugs or alcohol. Also, the disciplinary consequences of violation of the policy should be clearly stated.
Rehabilitation - The employer should provide professional counselling and treatment packages to employees to help them overcome their addiction. They should also ensure that confidentiality is maintained to protect employee interests.
Drug and alcohol test - Companies can even conduct regular examination of employees if the law permits and if they find it economically viable.
Train managers - Last, but not the least, guide supervisors to be alert and quickly identify obvious signs of impairment. The following are a few of the telling signs that hint at possible substance abuse:
1. Inappropriate or unclean dressing, slurred speech, unsteady gait or bad breath
2. Excessive sick leave, repeated absence or consistent unpunctuality
3. Low productivity, incoherent or poor quality of work, slower work pace than usual or work frequently needs to be redone
4. Low concentration on work, tendency to ignore problems, errors in judgment or recurrent wrong decisions
5. Sudden inability to handle complex assignments or to meet deadlines and requires constant supervision, instruction or assistance
6. Increased levels of accidents, misuse of equipment, inappropriate actions or illogical behaviour
7. Unusual irritability, aggression, volatility or constant fatigue
8. Deterioration in peer relationships due to lack of co-operation, mistrust or negative attitude
Waging the war
Counselling an employee to dissuade him from substance abuse is easier said than done. The manager has to treat the addict with kidgloves, as he is no longer the same person he/she used to be. In fact, addiction is a medically proven disease and often causes individuals to act in ways that are not normal of them. The management has to observe and record suspect actions, conduct or appearance of the concerned employee. Similarly performance issues like sporadic work, mistakes, time wastage or low productivity should be recorded.
The management should have a one to one with the said employee and prepare responses to anticipated arguments and justifications. Also, the said employee should be sober and level headed during the discussion.
The employer should not blame the employee assuming that his/her behaviour suggests substance abuse. It could even be a simple case of stress, lack of sleep or illness. Employers should give the benefit of doubt and proceed with care, or else they can face a defamation lawsuit.
The management should express its concern to the employee and try to find out about latent personal problems. The manager should express his/her observations based on the observed behaviour and steer clear of innuendo or criticism. He/she should also warn the employee about his/her conduct and the consequences. The employer has to offer support and help to the employee to overcome the addiction. This can be done through counselling, medical assessment and confidential rehabilitation. If the employee refuses to change and rejects the proffered assistance, the company can invoke disciplinary action and even fire the employee.
PAYAL CHANANIA
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